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Lecture 15

PSYC 361 Lecture 15: 15

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University of Maryland
PSYC 361
Jennifer Wessel

4/4/17 Training and Development Training and Instructional System Design  Needs assessment - systematic evaluation of where training is needed, what needs to be taught or trained, and who will be trained o Training always begins with this o “job analysis” of training design o Outcome: development of specific objectives for training program  General components of needs assessments 1. Organizational analysis - examination of organizational goals, available resources, and the organizational environment  Where is the training needed?  Key activities 1. Identify long-term and short-term goals/strategies and compare to current state of performance o Areas where organization is not meeting goals are key targets for training 2. Identify resources available and potential problems o Informs whether learners can attend or will benefit from training 3. Evaluate organizational culture and level of support for training o Training is an organizational intervention  requires buy- in, support, and valuing by organization to be effective 2. Task/KSAO analysis - examination of the specific tasks or job requirements necessary to perform job successfully  What are the things people need to know to be successful?  Key activities 1. Identify which tasks in a job should be targeted for training o Compare how job is currently performed to how it should be performed 2. Identify specific KSAO’s to perform job o Use job analysis to identify KSAO’s needed for effective performance 3. Person analysis - examination of the current proficiencies, KSAO’s, and performance of individuals  Who currently does not possess KSAOs needed to be successful?  Key activity 1. Identify which individuals in organization need training o Current employees? Retraining, improved training, new training? Who needs to be trained? o New employees? Teach new skills that they don’t possess yet and were not selected for.  Creating training objectives o Identifying needs  understanding of things that need to be trained o Purpose of developing training objectives  to understand and lay out explicitly what individuals should be able to do/accomplish at the end of training o Characteristics of a well-written training objective 1. States the capability and/or desired behavior to be learned using a verb and an observable action 2. Specifies the conditions under which the behavior will be performed or demonstrated during training 3. States how well the trainee must be able to perform a particular task  Traditional training delivery methods Training Delivery Method Advantages Disadvantages Lecture - delivery of Cost efficient (reach many Typically lacks active information ve
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